Cooper Andrew, Teoh Kevin Rui-Han, Madine Ruth, Neal Adrian, Jones Aled, Hussain Ammarah, Behrens Doris A
Aneurin Bevan University Health Board, Newport, United Kingdom.
School of Nursing and Midwifery (Faculty of Health), University of Plymouth, Plymouth, United Kingdom.
Front Psychol. 2024 Jul 19;15:1350351. doi: 10.3389/fpsyg.2024.1350351. eCollection 2024.
There is growing evidence within the healthcare sector that employee investigations can harm individuals involved in the process, an organization's culture and the delivery of its services.
This paper details an intervention developed by an NHS Wales organization to reduce the number of its employee investigations through an organization-wide focus that promoted a 'last resort' approach and introduced the concept of 'avoidable employee harm'. A range of associated improvement initiatives were developed to support behavior change among those responsible for determining whether an employee investigation should be initiated.
Over a 13-month period, organizational records showed an annual reduction of 71% in investigation cases post-intervention, resulting in an estimated 3,308 sickness days averted annually and total estimated annual savings of £738,133 (based on direct savings and costs averted). This indicates that the organization has started to embrace the "last resort" approach to using employee investigations to address work place issues. The programme was supported with training for those responsible for commissioning and leading the organization's employee investigations. Analysis of survey data from those who attended training workshops to support the programme indicated that participants showed an increased awareness of the employee investigation process post-workshop and an understanding of the concept of avoidable employee harm.
The programme is congruent with the Healthy Healthcare concept, as the study illustrates how its practices and processes have a beneficial impact on staff, as well as potentially on patients. This study highlights wider issues for consideration, including the: (1) the role of Human Resources (HR), (2) taking a multi-disciplinary approach, (3) culture and practice, (4) the responsibility of the wider HR profession.
医疗保健领域越来越多的证据表明，员工调查可能会伤害参与该过程的个人、组织文化及其服务的提供。
本文详细介绍了威尔士国民保健服务体系（NHS Wales）一个组织开发的一项干预措施，该措施通过全组织范围内的关注来减少员工调查的数量，这种关注促进了“最后手段”的方法，并引入了“可避免的员工伤害”的概念。还制定了一系列相关的改进举措，以支持负责决定是否应启动员工调查的人员的行为改变。
在13个月的时间里，组织记录显示干预后调查案件数量每年减少71%，估计每年避免3308个病假天数，估计每年总共节省738,133英镑（基于直接节省的费用和避免的成本）。这表明该组织已开始采用“最后手段”的方法，利用员工调查来解决工作场所问题。该计划得到了对负责委托和领导该组织员工调查的人员的培训支持。对参加支持该计划的培训研讨会的人员的调查数据分析表明，参与者在研讨会后对员工调查过程的认识有所提高，并对可避免的员工伤害概念有了理解。
该计划与“健康医疗保健”概念一致，因为该研究说明了其做法和流程如何对员工以及可能对患者产生有益影响。本研究突出了更广泛的问题以供考虑，包括：（1）人力资源（HR）的作用，（2）采取多学科方法，（3）文化和实践，（4）更广泛的人力资源专业的责任。
